Question 1

The first adjustment phase is organizational and takes place before departure.

Accepted Answer

A) True 
 B)False  False

Question 2

Expatriate numbers are relatively small relative to total MNE employment.

Accepted Answer

A) True 
 B)False  True

Question 3

Successful expatriates need some sets of skills. They are

Accepted Answer

A)  personal and perception skills. 
B)  people skills. 
C)  both a and b 
D)  none of the above 
A)  personal and perception skills. 
B)  people skills. 
C)  both a and b 
D)  none of the above C

Question 4

MNE compensation programs create inconsistency and equity in compensation.

Accepted Answer

A) True 
 B)False

Question 5

An individual going overseas for a period of two to twelve months and is expected to have some interaction with host nationals should train for a period of

Accepted Answer

A)  one to four weeks. 
B)  one to two days. 
C)  one month. 
D)  one year. 
A)  one to four weeks. 
B)  one to two days. 
C)  one month. 
D)  one year.

Question 6

Strategic IHRM (SIHRM) is defined as "human resources, management issues, functions and policies and practices that result from the strategic activities of MNEs and that impact the international concerns and goals of these enterprises."

Accepted Answer

A) True 
 B)False

Question 7

Failure rates for European and Japanese expatriates are reportedly higher than for U.S. expatriates.

Accepted Answer

A) True 
 B)False

Question 8

This group of people remains underrepresented in the expatriate workforce.

Accepted Answer

A)  Hispanics. 
B)  Asians. 
C)  women. 
D)  Caucasian males. 
A)  Hispanics. 
B)  Asians. 
C)  women. 
D)  Caucasian males.

Question 9

In ________________ staffing, HCNs are hired to key positions in subsidiaries but not at corporate headquarters.

Accepted Answer

A)  polycentric 
B)  regiocentric 
C)  geocentric 
D)  ethnocentric 
A)  polycentric 
B)  regiocentric 
C)  geocentric 
D)  ethnocentric

Question 10

Expatriate compensation comprises the elements

Accepted Answer

A)  salary and housing. 
B)  services allowance and premiums. 
C)  tax equalization. 
D)  all of the above 
A)  salary and housing. 
B)  services allowance and premiums. 
C)  tax equalization. 
D)  all of the above

Question 11

This is the first adjustment phase for an expatriate entering a foreign country.

Accepted Answer

A)  role clarity 
B)  role discretion 
C)  role conflict 
D)  anticipatory 
A)  role clarity 
B)  role discretion 
C)  role conflict 
D)  anticipatory

Question 12

Expatriates serve as a mechanism of control and a way to transmit corporate culture.

Accepted Answer

A) True 
 B)False

Question 13

Repatriation represents an adjustment equally if not more difficult than the overseas assignment, yet most returning employees are dissatisfied with the repatriation process.

Accepted Answer

A) True 
 B)False

Question 14

An optimal SIHRM is capable of balancing the different forces in the firm's environment, in particular, the tension between local responsiveness and global integration.

Accepted Answer

A) True 
 B)False

Question 15

An expatriate workforce consists of workers in their own country.

Accepted Answer

A) True 
 B)False

Question 16

Expatriate failure occurs when the assignee returns prematurely to the home country or when performance does not meet expectations.

Accepted Answer

A) True 
 B)False

Question 17

International human resource management (IHRM) is the procurement, allocation, utilization, and motivation of human resources in the international arena.

Accepted Answer

A) True 
 B)False

Question 18

Searches for non-national directors result, on average, in nine to ten rejections for one accepted.

Accepted Answer

A) True 
 B)False

Question 19

If the expected interaction between expatriates and HCNS is low and the cultural distance is low, training should focus on

Accepted Answer

A)  task-related issues. 
B)  culture-related issues. 
C)  task and culture related issues. 
D)  cross-cultural skills. 
A)  task-related issues. 
B)  culture-related issues. 
C)  task and culture related issues. 
D)  cross-cultural skills.

Question 20

Yoshida and Brislin list five cultural training guidelines. Which of the following is not one?

Accepted Answer

A)  identify 
B)  understand 
C)  practice 
D)  role play 
A)  identify 
B)  understand 
C)  practice 
D)  role play

The first adjustment phase is organizational and takes place before departure.

Expatriate numbers are relatively small relative to total MNE employment.

Successful expatriates need some sets of skills. They are

MNE compensation programs create inconsistency and equity in compensation.

An individual going overseas for a period of two to twelve months and is expected to have some interaction with host nationals should train for a period of

Strategic IHRM (SIHRM) is defined as "human resources, management issues, functions and policies and practices that result from the strategic activities of MNEs and that impact the international concerns and goals of these enterprises."

Failure rates for European and Japanese expatriates are reportedly higher than for U.S. expatriates.

This group of people remains underrepresented in the expatriate workforce.

In ________________ staffing, HCNs are hired to key positions in subsidiaries but not at corporate headquarters.

Expatriate compensation comprises the elements

This is the first adjustment phase for an expatriate entering a foreign country.

Expatriates serve as a mechanism of control and a way to transmit corporate culture.

Repatriation represents an adjustment equally if not more difficult than the overseas assignment, yet most returning employees are dissatisfied with the repatriation process.

An optimal SIHRM is capable of balancing the different forces in the firm's environment, in particular, the tension between local responsiveness and global integration.

An expatriate workforce consists of workers in their own country.

Expatriate failure occurs when the assignee returns prematurely to the home country or when performance does not meet expectations.

International human resource management (IHRM) is the procurement, allocation, utilization, and motivation of human resources in the international arena.

Searches for non-national directors result, on average, in nine to ten rejections for one accepted.

If the expected interaction between expatriates and HCNS is low and the cultural distance is low, training should focus on

Yoshida and Brislin list five cultural training guidelines. Which of the following is not one?

International Business in an Age of Globalization

International Trade Theory and Application

Foreign Direct Investment Theory and Application

The Multinational Enterprise

Country Competitiveness

The Cultural Environment

The Political and Legal Environment

International Economic Integration and Institutions

The International Monetary System and Financial Markets

International Entry Strategies

Mne Organization Structure and Design

Building and Managing Global Strategic Alliances Gsas

Managing Global Research and Development Rd

Financial Management for Global Operations

International Accounting for Global Operations

Global Marketing and Supply Chain

Internet and Global E-Commerce

Social Responsibility and Corruption in the Global Marketplace

International Entrepreneurship

Filters

Exam 17: Global Human Resource Management

The first adjustment phase is organizational and takes place before departure.

Expatriate numbers are relatively small relative to total MNE employment.

Successful expatriates need some sets of skills. They are

MNE compensation programs create inconsistency and equity in compensation.

An individual going overseas for a period of two to twelve months and is expected to have some interaction with host nationals should train for a period of

Strategic IHRM (SIHRM) is defined as "human resources, management issues, functions and policies and practices that result from the strategic activities of MNEs and that impact the international concerns and goals of these enterprises."

Failure rates for European and Japanese expatriates are reportedly higher than for U.S. expatriates.

This group of people remains underrepresented in the expatriate workforce.

In ________________ staffing, HCNs are hired to key positions in subsidiaries but not at corporate headquarters.

Expatriate compensation comprises the elements

This is the first adjustment phase for an expatriate entering a foreign country.

Expatriates serve as a mechanism of control and a way to transmit corporate culture.

Repatriation represents an adjustment equally if not more difficult than the overseas assignment, yet most returning employees are dissatisfied with the repatriation process.

An optimal SIHRM is capable of balancing the different forces in the firm's environment, in particular, the tension between local responsiveness and global integration.

An expatriate workforce consists of workers in their own country.

Expatriate failure occurs when the assignee returns prematurely to the home country or when performance does not meet expectations.

International human resource management (IHRM) is the procurement, allocation, utilization, and motivation of human resources in the international arena.

Searches for non-national directors result, on average, in nine to ten rejections for one accepted.

If the expected interaction between expatriates and HCNS is low and the cultural distance is low, training should focus on

Yoshida and Brislin list five cultural training guidelines. Which of the following is not one?

International Business in an Age of Globalization

International Trade Theory and Application

Foreign Direct Investment Theory and Application

The Multinational Enterprise

Country Competitiveness

The Cultural Environment

The Political and Legal Environment

International Economic Integration and Institutions

The International Monetary System and Financial Markets

International Entry Strategies

Mne Organization Structure and Design

Building and Managing Global Strategic Alliances Gsas

Managing Global Research and Development Rd

Financial Management for Global Operations

International Accounting for Global Operations

Global Marketing and Supply Chain

Internet and Global E-Commerce

Social Responsibility and Corruption in the Global Marketplace

International Entrepreneurship

Filters